Is one number enough to understand your team? It might sound too simple, but it can be a powerful start. In the drive for data-driven decisions, many leaders turn to complex people analytics dashboards. But these tools are often useless without a crucial foundation: trust.

Trust Before Technology

Before you introduce any metric or dashboard, you must build trust. People share honest feedback only when they feel safe and secure. It is essential to explain the purpose behind collecting feedback and, more importantly, to demonstrate that you act on what you learn. Without this psychological safety, any data you collect is unreliable. If you cannot discuss the data openly with your team, you should not measure it.

A Practical Example: The “Moodometer”

Instead of starting with complex systems, I use a simple tool with my team: a “moodometer.” Each week, everyone provides a rating, and we review the collective result together. This number begins a talk about our engagement and mood.

For many weeks, the trend has been stable, and we confirm that things are under control. However, when the result deviates from that trend, it serves as an immediate signal. It initiates a discussion. These conversations are invaluable; they often lead us to name the “elephant in the room”—the unspoken issue that is impacting the team.

This simple number is just a start. It serves as a catalyst that opens the door to a deeper conversation about team dynamics. It allows us to replace guesses with data-informed decisions and address issues before they grow.

Ultimately, the numbers gain meaning only after trust is established. Start with trust, use a simple metric to open a dialogue, and build a team culture where data can be discussed openly and constructively.

What is your take on monitoring the team engagement and happiness?

Wojciech Pozarzycki, June 18, 2025